Challenges inevitably come up when discussions about a child's behavior need to happen. To keep your discussion positive and achieve a successful outcome, keep the following main points in mind.
The Nanny Parent Exchange: Open Communication Between You and Your Nanny
When parents and nannies first begin working together there is a mutual understanding of the importance of open communication. But as time goes by, even with the best intentions, open communication often doesn’t happen. Everyone is busy, the kids are sick, the holidays are approaching—there’s always a reason why that potentially awkward conversation needs to be pushed pack one more day.
Adding to this pragmatic challenge, parents and nannies can find it difficult to discuss important and yet emotionally charged issues. Is the child’s behavior getting out of control? Is the nanny not getting the laundry or dishes done while the baby naps? Does the nanny want more money? Are the parents chronically late coming home? What was once a small issue can escalate between nannies and families if open lines of communication are not in place, leading to annoyance and resentment.
Talking to your nanny about certain issues may be challenging—you may feel like she’s such a part of the family that you’re reluctant to tell her what to do, or you may be dealing with your own feelings of inadequacy as a parent for leaving your child with a caregiver. Chances are, every parent who has hired a nanny will feel face communication challenges at one time or another, as this New York Times article from 2010 describes.
Although written five years ago, the topic and themes woven through the article are still oh-so-relevant in 2015, and well worth a moment of your time to read—even if it simply helps you feel as though you’re not alone when it comes to nanny parent communication challenges.
The Nanny Parent Exchange: Open Communication Between You and Your Nanny
When parents and nannies first begin working together there is a mutual understanding of the importance of open communication. But as time goes by, even with the best intentions, open communication often doesn’t happen. Everyone is busy, the kids are sick, the holidays are approaching—there’s always a reason why that potentially awkward conversation needs to be pushed pack one more day.
Adding to this pragmatic challenge, parents and nannies can find it difficult to discuss important and yet emotionally charged issues. Is the child’s behavior getting out of control? Is the nanny not getting the laundry or dishes done while the baby naps? Does the nanny want more money? Are the parents chronically late coming home? What was once a small issue can escalate between nannies and families if open lines of communication are not in place, leading to annoyance and resentment.
Talking to your nanny about certain issues may be challenging—you may feel like she’s such a part of the family that you’re reluctant to tell her what to do, or you may be dealing with your own feelings of inadequacy as a parent for leaving your child with a caregiver. Chances are, every parent who has hired a nanny will feel face communication challenges at one time or another, as this New York Times article from 2010 describes.
Although written five years ago, the topic and themes woven through the article are still oh-so-relevant in 2015, and well worth a moment of your time to read—even if it simply helps you feel as though you’re not alone when it comes to nanny parent communication challenges.
Employer Paid Health Insurance: Should you be providing this benefit to your nanny?
There’s more to compensating your nanny than simply writing a check for her caregiving services once every two weeks. For instance, did you know that you can provide health insurance benefits to your nanny tax-free?
Although the Affordable Care Act has changed many aspects of income tax legislation, one thing is still certain—employers with household help can cover the cost of their employees’ health insurance policies without increasing their taxes. However, as with most tax laws, there are various caveats.
If you employ only one household employee, the easiest thing to do is have your nanny purchase a policy from any insurer. Subsequently, the amount of any reimbursement you give her for all or part of the monthly premiums will be tax-free, meaning both the employer and employee do not pay taxes on that amount.
If you employ two or more household workers: You must purchase a group policy through the Small Business Health Options Program (SHOP) in order for your contribution to qualify as non-taxable in the eyes of the U.S. government.
If you choose to purchase a policy through SHOP, you may be eligible for an additional tax break through The Credit for Small Employer Health Insurance Premiums, which provides a credit of up to 50% of every dollar contributed as long as the family pays for at least half of the employee’s premium, the average wage for all employees is less than $50,000 per year and the policy is purchased through SHOP.*
Employers with only one employee may also set up a group policy through SHOP to qualify for additional tax credit, but keep in mind that there is an administrative cost to set up and manage the SHOP account.
If you’ve been considering providing health insurance as a benefit to your nanny, now is the time—she’ll need a policy before the open enrollment in the Health Insurance Marketplace ends on February 15th.
For more information and help navigating through the tax regulation labyrinth, we recommend you contact Breedlove and Associates for additional clarification on your family’s specific situation.
*Source: Breedlove and Associates
Employer Paid Health Insurance: Should you be providing this benefit to your nanny?
There’s more to compensating your nanny than simply writing a check for her caregiving services once every two weeks. For instance, did you know that you can provide health insurance benefits to your nanny tax-free?
Although the Affordable Care Act has changed many aspects of income tax legislation, one thing is still certain—employers with household help can cover the cost of their employees’ health insurance policies without increasing their taxes. However, as with most tax laws, there are various caveats.
If you employ only one household employee, the easiest thing to do is have your nanny purchase a policy from any insurer. Subsequently, the amount of any reimbursement you give her for all or part of the monthly premiums will be tax-free, meaning both the employer and employee do not pay taxes on that amount.
If you employ two or more household workers: You must purchase a group policy through the Small Business Health Options Program (SHOP) in order for your contribution to qualify as non-taxable in the eyes of the U.S. government.
If you choose to purchase a policy through SHOP, you may be eligible for an additional tax break through The Credit for Small Employer Health Insurance Premiums, which provides a credit of up to 50% of every dollar contributed as long as the family pays for at least half of the employee’s premium, the average wage for all employees is less than $50,000 per year and the policy is purchased through SHOP.*
Employers with only one employee may also set up a group policy through SHOP to qualify for additional tax credit, but keep in mind that there is an administrative cost to set up and manage the SHOP account.
If you’ve been considering providing health insurance as a benefit to your nanny, now is the time—she’ll need a policy before the open enrollment in the Health Insurance Marketplace ends on February 15th.
For more information and help navigating through the tax regulation labyrinth, we recommend you contact Breedlove and Associates for additional clarification on your family’s specific situation.
*Source: Breedlove and Associates
How the California Domestic Worker Bill Affects You and Your Nanny
Overtime compensation can be a touchy subject, and one that both employers and employees can be loath to bring up—especially when that employee is practically a member of your family. But the fact is, nannies are domestic workers, and their overtime wages are mandated by the state of California and the Department of Labor.
You may be aware that as of January 1, 2014 the California Domestic Worker Bill of Rights was signed into effect followed by the U.S. Gov’t Fair Labor Standards Act (FLSA) in January 2015, which means your nanny is entitled to overtime pay. If this is the first you’ve heard of these laws, here’s how it works: Overtime pay is required if your nanny works more than 9 hours in one day or 45 hours in a seven day work week. Should this occur, she should be compensated for those hours at the applicable overtime and double time rate.
There are additional rules and requirements for special cases such as if your nanny is a live-in employee, if your nanny works over 12 hours in one day, nannies providing overnight care, or if she works six or seven consecutive days in a row, and these cases should be discussed with a tax or payroll professional such as Breedlove and Associates.
It is advisable that nannies keep a daily log of hours worked and submit this to the parents at the end of each pay period. This way, there will be no confusion, and both parents and nannies have a record of hours worked and paid.
As with your child’s behavior and schedule, overtime pay and compensation should be something you regularly discuss with your nanny to ensure that you are both remain satisfied with the employment arrangement. After all, if you care for your nanny, she’ll be better able to focus her attention on what matters most to you—your children.
For more information about nanny overtime compensation, contact Breedlove and Associates or Alyce Desrosiers at Chirp Connecting Families and Nannies LLC.
Photo credit: Travis Swan
How the California Domestic Worker Bill Affects You and Your Nanny
Overtime compensation can be a touchy subject, and one that both employers and employees can be loath to bring up—especially when that employee is practically a member of your family. But the fact is, nannies are domestic workers, and their overtime wages are mandated by the state of California and the Department of Labor.
You may be aware that as of January 1, 2014 the California Domestic Worker Bill of Rights was signed into effect followed by the U.S. Gov’t Fair Labor Standards Act (FLSA) in January 2015, which means your nanny is entitled to overtime pay. If this is the first you’ve heard of these laws, here’s how it works: Overtime pay is required if your nanny works more than 9 hours in one day or 45 hours in a seven day work week. Should this occur, she should be compensated for those hours at the applicable overtime and double time rate.
There are additional rules and requirements for special cases such as if your nanny is a live-in employee, if your nanny works over 12 hours in one day, nannies providing overnight care, or if she works six or seven consecutive days in a row, and these cases should be discussed with a tax or payroll professional such as Breedlove and Associates.
It is advisable that nannies keep a daily log of hours worked and submit this to the parents at the end of each pay period. This way, there will be no confusion, and both parents and nannies have a record of hours worked and paid.
As with your child’s behavior and schedule, overtime pay and compensation should be something you regularly discuss with your nanny to ensure that you are both remain satisfied with the employment arrangement. After all, if you care for your nanny, she’ll be better able to focus her attention on what matters most to you—your children.
For more information about nanny overtime compensation, contact Breedlove and Associates or Alyce Desrosiers at Chirp Connecting Families and Nannies LLC.
Photo credit: Travis Swan
Seven Steps to Hiring a Nanny with the Right Qualities
You’ve made the momentous decision to hire a caregiver for your child. But now what? How do you ensure that you will find a qualified nanny who will seamlessly blend with your parenting style and family values?
Choosing the right nanny for your child can be a stressful and time consuming endeavor. But arming yourself with a step-by-step plan can be the key that leads to peace of mind, knowing that you have matched the ideal candidate with the most important person in your life—your child.
Here, seven Chirp-recommended steps to ensure you find a nanny perfectly suited to you and your family.
1. Evaluation of Need: What do you want in a nanny? Consider practical aspects such as her schedule and responsibilities as well as the personal qualities you’d like your nanny to possess. Write them down in order of importance.
2. Getting the Word Out: Let the world know that you are searching for a qualified caregiver for your child. Ask relatives friends and colleagues for leads, and post notices in local mother’s groups, online and with college and university job offices.
3. Prescreening: Before you meet the candidates in person, conduct brief telephone or email interviews to determine suitability. Request that resumes, letters of recommendation, certificates of education and background check clearances be emailed for your review.
4. Interview Process: Choose the top 3 to 5 candidates from the prescreening process and evaluate them for a fit with your family. Use your instincts as well as evaluating her past work to make the final decision. After all, you want a nanny who will feel like part of the family.
5. Trial Period: Though the trial period is scheduled and paid, it is a time when both the nanny and family determine whether the arrangement will work long term. During this time, your nanny will obtain CPR/First Aid training, TB testing and complete background check requirements.
6. Contract: If she is a fit for your family at the end of the trial period, offer her a contract. Sit down at a formal closure meeting to review emergency procedures, review employment documents and to review and sign the contract.
7. Performance Reviews: For the first few weeks, conduct a weekly discussion about your child’s care with your nanny to ensure that you both feel comfortable with the situation. Once you are confident in your nanny’s abilities, formal discussions can be held monthly or quarterly.
For a more detailed explanation of the Seven Steps to Hiring a Nanny with the Right Qualities, click here.
Photo credit Simon Blackley
Hiring a Nanny: Challenges and Solutions
Chirp: Connecting Families and Nannies
Whether you've just had your first child, you're going back to work, or you simply need assistance with the day to day chaos of raising children, the time may be right to consider hiring a nanny. It may sound simple, but the fact is, hiring a nanny to care for your children in your absence may be one of the most important decisions you can make in your family's life. After all, you want the nanny to be an excellent caregiver who not only adheres to your parenting style, but whom your kids will trust and come to love as part of the family.
But what considerations should be made in attempting to find a nanny? One of the challenges is the sheer number of questions you must ask and answer in the process, many of which you may never have thought of. Here's some to consider:
- What kind of nanny arrangement will suit your family best?
- Will the nanny's job description include housework or errands?
- Will the nanny receive health benefits, paid holidays, sick days?
- What about a preference for language, education/training or amount of experience?
These and many, many more probing questions must be addressed as you go about your search for a nanny to ensure your family ends up with a good fit. Chirp has ample experience helping parents consider these important decisions and assists families step by step through the nanny hiring process. We utilize a 15 page workbook filled with questions about what you're looking for in a childcare arrangement, questions for the potential nanny, and information about the hiring process in general. To take a look at this nanny selection workbook, click here.
Compensation for Overnight Care
When parents have an opportunity to leave their children in the care of a trusted nanny for a 'get-away' weekend, they often are in a dilemma about what is reasonable compensation. While it may be tempting to agree on a 'per diem' rate, the Internal Revenue Service dictates otherwise. The IRS considers nannies hourly wage employees and as such nannies receive an hourly wage for all hours worked, including overtime. Federal law does allow a nanny to sleep up to 8 hours without pay when working 24 consecutive hours, provided she is not responsible to get up to care for the child. If your child wakes up and requires care, your nanny is considered working and paid her regular hourly rate for that time. For most overnight care situations, a nanny receives her regular hourly rate until 10 PM and starting again at 6 AM. Parents often provide a 'bonus' of $80.00 for sleeping hours.
As always, discuss terms with your nanny before leaving for that much needed break to ensure that everyone is clear about compensation.